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Explain on the continuum of short-term, small-scale and long-term, large-scale changes.
Technological changes of short term, small scale can be implemented by getting the technology from in sourcing from outsider, who is expert in that area.
While of long term, large-scale changes, whole structure has to be change. In addition to this, employees need to be enriched with the new technology.

Select an appropriate change model theory.
EXAMPLE: TECHNOLOGICAL ADVANCEMENT THROUGH LEARNING TECHNOLOGY.
It is rare to pick up a training industry magazine without seeing multiple references to e-learning or other types of technology. It can be challenging to decipher exactly what each tool has to offer and how you can match the right technology with a given learning objective. Without a good match, technology can cause confusion for a learner and can impede learning, essentially causing more problems than solutions. However, when technology is aligned well with specific learning outcomes in mind, it can be a great enabler of learning. And that is ideally what occurs when technology is incorporated into an organization's learning initiatives. Information can assist with prioritizing various choices and weighing options to find the best learning technologies for a particular organization. This is often easier said than done.
First, let's try to define a learning technology. In the broadest sense, a learning technology is any technology that facilitates individual or organizational learning. There is a vast array of learning technologies, everything from e-books that can be loaded onto a PDA to online courses that learners access over the Internet to management systems that track all the learning activities across hundreds of thousands of employees. Most executives responsible for learning in their organizations seek to combine multiple learning technologies to best support their overall learning strategy. Finding the right mix for each audience is essential to experiencing the greatest success.
While the models used for learning vary dramatically between companies, most models have the following common elements:
? Assess: How are learners' current knowledge, skills and abilities in given fields or jobs assessed?
? Learn: What options do learners have to study information, acquire skills or build on their abilities?
? Reinforce: How will the learning be reinforced to facilitate the greatest level of retention?
? Support: Throughout the learning process, how will learners be supported?
? Validate: How will the learning be measured and validated?
One of the primary steps in creating a learning technology plan for an organization is to know what is available. With all the various options available to learning professionals, an understanding of the primary categories of learning technologies is critical. There are technologies available to support all areas of an organization's learning strategies. The following are examples of learning technologies that support each common element in a company's learning model.
Assess Learner Needs
There are two primary types of testing technologies available to companies. The first type contains tests that have been created around an area of specialization or an industry certification. The second type of testing technology allows proprietary tests and tracking of results. When investing in online or computer-based tests, successful executives ensure that the tests themselves map to the organization's goals or the key job tasks in a company. When you are constructing tests yourselves, it is recommended that managers be able to view the progress of their employees and that training professionals are also able to monitor the organization's overall learning progress.
It can also be extremely beneficial to be able to construct a development plan for employees that can be accessed and tracked online. Most learning management systems (LMSs) have this crucial component included in the overall package.

Develop a plan to address the human critical success associated with that theory.
Underpinning the idea of technological change as a social process is general agreement on the importance of social context and communication. According to this model, technological change is seen as a social process involving adopters and others who are profoundly affected by cultural setting, political institutions and marketing strategies.
Emphasis has been on four key elements of the technological change process: (1) an innovative technology (2) communicated through certain channels (3) to members of a social system (4) who adopt it over a period of time.
Innovation
There are five main attributes of innovative technologies which influence acceptance. These are relative advantage, compatibility, complexity, trialability, and observability. Relative advantage may be economic or non-economic, and is the degree to which an innovation is seen as superior to prior innovations fulfilling the same needs. It is positively related to acceptance (i.e., the higher the relative advantage, the higher the adoption level, and vice versa). Compatibilty is the degree to which an innovation appears consistent with existing values, past experiences, habits and needs to the potential adopter; a low level of compatibility will slow acceptance. Complexity is the degree to which an innovation appears difficult to understand and use; the more complex an innovation, the slower its acceptance. Trialability is the perceived degree to which an innovation may be tried on a limited basis, and is positively related to acceptance. Trialability can accelerate acceptance because small-scale ...

Solution Summary

Tutorial is 3,438 words. No references. Start: It is rare to pick up a training industry magazine without seeing multiple references to e-learning or other types of technology. It can be challenging to decipher exactly what each tool has to offer and how you can match the right technology with a given learning objective. Without a good match, technology can cause confusion for a learner and can impede learning, essentially causing more problems than solutions. However, when technology is aligned well with specific learning outcomes in mind, it can be a great enabler of learning. And that is ideally what occurs when technology is incorporated into an organization's learning initiatives. Information can assist with prioritizing various choices and weighing options to find the best learning technologies for a particular organization. This is often easier said than done....attached for rest.